Salary negotiation often starts before you ever say a number—especially when the recruiter asks, “What’s your salary range?” Here’s a practical playbook to help you stay confident, avoid underpricing yourself, and maximize total compensation.

1) Anchor with data (not vibes)

Before the call, build a simple market snapshot:

• Market rate: Pull 2–3 sources (levels.fyi, Glassdoor, LinkedIn insights, industry peers).
• Role scope: Match for level, company size, and location/remote policy.
• Your premium factors: niche skills, certifications, domain expertise, proven results.

Tip: Prepare a range you can justify, not a single number. A range protects you while still signaling professionalism.

2) Use the “range + alignment” script

When asked for your range, try:

“Based on the scope we discussed and market data, I’m targeting $X–$Y in total compensation. That said, I care about finding the right fit—can you share the budgeted range for this role?”

Why it works:

• You signal you’ve done homework.
• You keep the conversation collaborative.
• You invite them to reveal their number (often the real leverage point).

3) Negotiate total comp, not just base

Many candidates leave money on the table by focusing only on salary. Consider:

• Bonus: annual target, performance criteria, and whether it’s prorated.
• Equity: number of shares/RSUs, vesting schedule, and refreshers.
• Benefits: retirement match, healthcare premiums, learning budget.
• Signing bonus: especially useful if base is capped.

Actionable move: Ask for the offer breakdown in writing so you can compare apples-to-apples.

4) Make “tradeoffs” explicit

If they can’t move base, propose alternatives:

• Higher signing bonus instead of salary
• Earlier comp review (e.g., at 6 months) with clear success metrics
• Additional equity or guaranteed bonus

Phrase it like:

“If base is fixed, could we increase the signing bonus and align on a 6-month review tied to specific outcomes?”

5) Keep the tone firm, warm, and future-focused

Negotiation isn’t conflict—it’s calibration. Use curiosity and clarity, not apologies.

• Avoid: “Sorry, but…”
• Use: “To make this work on my side…”

Quick checklist before you respond to an offer

• What is the market-rate for this level + location?
• What’s your walk-away number?
• Which lever matters most: base, bonus, equity, flexibility?

What’s the toughest part of salary negotiation for you right now—naming a range, countering an offer, or negotiating total compensation?